How the General Equal Treatment Act (AGG) makes life difficult for applicants: The madness of ordered anti-discrimination


Work well, plant 500 trees! We make the Working World more Human and Ecological, so we donate Revenue for Certified Afforestation. As Publisher Best of HR - Berufebilder .de® with an unique Book Concept, on Demand eCourses and News Service we share 15 years of Experience with our Customers (Samsung, Otto, State Institutions). By the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .
Text comes from: Das Jobinterviewknackerbuch: Cool bleiben - Kompetenz zeigen - K.O.-Kriterien kennen. Was Personaler nie verraten würden (2012) by Florian Vollmers, published by Campus Verlag, Reprints by friendly permission of the publisher.
Copyright: Picture material created with a free provided camera of our sponsor Olympus. ,

Application processes are becoming more and more unclear: those who have jobs to give, more and more often shut up and keep silent, why he wants to win who for which jobs. There is a reason for this: the General Equal Treatment Act (AGG) - an expression of a trend toward prescribed equal treatment and hysterical anti-discrimination will drive absurd flowers in the application process.

How the General Equal Treatment Act (AGG) makes life difficult for applicants: The madness of ordered anti-discrimination job descriptions


Text as PDF, book or eCourse on the topic or personal advice

Here writes for you:

Florian Vollmers florian-vollmersFlorian Vollmers is a freelance journalist for FAZ, one of Germany's most well-known newspapers, or Handelsblatt.

Profile

From the author:

Best of HR Berufebilder

Read


Best of HR Berufebilder

Read


Ossi discrimination

Candidates have to struggle through endless procedures, even though the advertised position has long been taken internally. And they sit petrified, smiling faces that claim that "everyone has the same opportunities with us" and do not come up with the reasons why you are in the application no progress. Although that would be a help ...

An extraordinary dispute before the regional court of Stuttgart caused 2010 to look into German personnel departments: one applicant had not been invited to the interview and had subsequently sued a window builder for discrimination.

The reason: The woman from East Germany had received her application folder back in the mail with the cancellation of the employer. The word “OSSI” was written in bold on the documents - next to it was a big minus sign.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

The General Equal Treatment Act - naked idiocy?

In her claim for damages, the attorney of the rejected applicant appealed to the General Equal Treatment Act (AGG) - a law that has decisively changed the work of the staff and their dealings with candidates in talks in recent years.

In 2006 the AGG entered into force. Prior to this, discussions had been taking place for many years, because its effectiveness in practice was, to put it cautiously, controversial. Specifically, the AGG considers the AGG to be naked. They even think that it hurts applicants. Why?

Theory and Practice of the The General Equal Treatment Act

Let us first take a look at the exact wording of the General Equal Treatment Act: “The aim is to prevent or eliminate disadvantages on the basis of race or because of ethnic origin, gender, religion or belief, disability, age or sexual identity. ”

In practice, this has the consequence, among other things, that in job advertisements it is concealed whether one wishes for a woman or a man for the job to be filled. There is no information on age or what you have to physically do to get a job done.

The fear of burning his mouth

So as not to burn their mouths, employers say: "Everyone has the same opportunities here!" We know that this is an AGG white lie. Because in the end they pick exactly the applicants they want.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

When researching our book, a human resources manager told me that it was clear to her of course in advance: "Only a woman can do this job!" or "A man will do this corporate department good!" But she would never admit these considerations publicly. However, the decision is often made based on the gender or age of an applicant.

Curious experiences

Unfriendly rejections or no reactions, curious job interviews undecided employer: Annette Gerlach knows them all from their own experience, the curious situations in the job search. The Diplom-Betriebswirtin and personnel officer wrote at their best times eight to ten applications per week, across Germany.

And remembers successes. For example, the job interview that only lasted 27 minutes. At that point, she was not very convinced of the course of the conversation: "The personnel manager simply cycled through the questions and I talked all the time," reports Gerlach. “At first you wonder why you actually drove 565 kilometers!”

When the positive feedback came, the applicant was surprised: she was one step ahead in the application process, so you have to wait and see what comes up. "Because HR personnel often rate a conversation better than you do!"

Always wondering

Annette Gerlach has been surprised often enough. Once she worked for four days as a rehearsal for a municipality, for a job as a job coach: "But nobody could tell me whether the job was available at all."

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

In the end, the HR specialist, annoyed, withdrew her application. The position was advertised again in early September. Another interview was held in a DB lounge: "As an applicant you have to deal with the background noise," she reports. And a few days ago Gerlach received documents back - from a two-year-old application.

Do not take it personally

But the business economist tries not to take the negative experiences personally: "HR managers are only people - and often only small cogs in the company," Gerlach knows from her experience from the other side of the desk. Often they simply had too little time to process the large batch of applications appropriately. Or too little influence on the job politics in the company.

Nevertheless, she admits that many colleagues are rather closed or show no appreciation for the applicants - for example, by looking for candidates with a fictitious profile in online networks. "As a result, applicants do not feel taken seriously and demotivated as a person," warns Gerlach. Ultimately, this leads to companies being negatively rated on relevant websites.

Open dialogue between staff and applicants

Annette Gerlach is therefore open to the dialogue between applicants and HR staff: she tweets and blogs about her application experience at. Since 2005 she has been in charge of the group “Arbeitslos na und !? Don't make yourself smaller than you are ”on the Xing online network.

Through Xing, she has already found a job. The companies reacted mixed to their online activities: "The more conservative colleagues warn me to be too open," reports Gerlach. However, many others would find their commitment absolutely great. "And these are probably the companies that suit me."

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!


Text as PDF, book or eCourse on the topic or personal advice


Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now



Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now


Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now


occupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Samuel

    I have already had so many terrible application situations behind me, so thanks for this really very nice and detailed article. And once again perfect in time.

  2. Pingback: Formulate the cancellation correctly - avoid anger - Personal-Wissen.de

  3. regensburg jobs

    Equal Treatment Act # Application: advantage or disadvantage? Part 1: #Call

  4. Augsburg jobs

    Equal Treatment Act # Application: advantage or disadvantage? Part 1: #Call

  5. Julius

    Hello dear bloggers,

    both the one and the other way are not effective for me. Discrimination is a matter of course in personnel selection. I would like to get to know a leader who has rejected the most likable person because another person was better qualified.

    I would leave the candidate the choice to get honest feedback, preferably with a signed promise to waive any complaints. It is really depressing to get formalized letters all the time, despite a very good university degree and sufficient professional experience, and can not develop mainly because you never know which qualifications are missing.

    Meanwhile, I would sign everything to finally get feedback. You get bored with the time and the ego does not understand it because you were rejected at jobs where you were very likely to be the best candidate (the other jobs, where you would be a career changer, do not hurt so much Cancellation). It is even better to be invited to participate in the discussion, because you have such good qualifications and have to be formally invited, only to fail shortly before the end of the counter-candidate, who has already known since the beginning.

    But always high the turnip, Germany needs absolutely qualified forces, at least you can hear it on the television.

    Julius

    • Simone Janson

      Hi Julius,
      thanks, you bring the problem to the point: Both with and without AGG is difficult. And right, of the lack of honesty, no one has anything. As for that with the qualified forces, I do not want to take the courage, but ...

      As a solution, I recommend only: Develop your own idea and get started. Only courage!

  6. Florian Vollmers

    Dear Oligo,
    the crucial question is whether you can legally enforce equality or whether it is a counterproductive approach. Simone Janson is absolutely right when she says: Only education at the social level can help. What matters to me in my contribution: Legal constraints do not help us as long as there is no willingness in the minds of the decision-makers to put the much-vaunted “diversity” into practice. In any case, this is a result of our research in the HR departments: Initiatives such as the AGG tend to obscure the candidate's understanding of the process of hiring even more than before the AGG was introduced. Well-meaning recommendations such as "your professional experience does not fit our position" or "you are still too young for the advertised position" or in extreme cases also "dress something different next time" are kept silent - and that does not help a step further. In other words: it is about clear statements, about honesty, about dealing openly with each other, which is prevented by the AGG. However, the fact that employers can be discriminatory is another matter. What I want to show with the contribution: As an applicant, you have to understand the background of a hiring process as much as possible to avert damage from yourself ...

  7. oligo

    “When researching our book, a human resources manager told me that it was clear to her in advance, of course,“ Only a woman can do this job! ”Or“ A man will do this company department good! ”But she would admit these considerations publicly never."

    Anyone who makes arbitrary and non-success- ful criteria for appointing a position is to blame. Stupidity can not be forbidden.

    As an applicant you have the right to be fairly and objectively treated when applying. Of course that's still not the case - that's what it was before the AGG came along, but neither. Meanwhile, however, one has the opportunity to sue, whereby the company then has to prove an objective selection.

    The AGG has also led to the fact that some companies and also administrations have changed their recruitment process.

    "" The AGG harms applicants. Because we can't give them honest feedback. ””
    Oh, something honest like: "I'm sorry, you are a Muslim / a woman / too fat / too ugly ..." you can also resist. Have those HR staff ever thought that your amateurishly stupid evaluation doesn't really interest anyone?

    • Simone Janson

      Hello Oligo,
      Thanks for the comment. This is precisely the question, whether the situation with or without AGG is better. With AGG, since you are right, you can at least still complain. There is then, as in the case outlined, some money in the best case (see 2 part of the article - there was a comparison) and the satisfaction of being able to defend them.
      You do not get the job, maybe it's not recommended: Do you want to have a job that you have to sue?
      Which brings me to the heart of the matter: The real problem, the discrimination in the mind can not be prevented by law, but only socially. Because so is also discriminated against AGG further: Last year with a personnel consultant, who confessed to me that he had no problems with it, to sort out foreigners, if so desired. That blew me away too.

      So what is better: AGG, can complain, but hypocrisy? Or no AGG but at least an honest feedback?

  8. TUDarmstadtAlumni

    How the Allgemeine Gleichbehandlungsgesetz (AGG) makes life difficult for applicants

  9. Unatrix

    Applicants - thanks to AGG also not smarter than before

  10. Oelze Consult

    #Beruf How the General Equal Treatment Act (AGG) makes life difficult for applicants - Part 1: The madness prescribes

  11. Holger Froese

    How the General Equal Treatment Act (AGG) makes life difficult for applicants - Part 1: The Madness ver #Business

  12. Cornelia Topf

    #Blogpost How the General Equal Treatment Act (AGG) makes life difficult for applicants - Part 1: The Irrsin ...

  13. Deutsche Bahn

    #Blogpost How the General Equal Treatment Act (AGG) makes life difficult for applicants - Part 1: The Irrsin ...

  14. Simone Janson

    #Blogpost How the General Equal Treatment Act (AGG) makes life difficult for applicants - Part 1: The Irrsin ...

  15. Liane Wolffgang

    How the General Equal Treatment Act (AGG) makes life difficult for applicants - Part 1: The madness prescribes ...

Post a Comment

Your eMail address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.